Talent acquisition manager jobs in Reston, VA - 149 jobs

Our client is a site development contractor based in Manassas, Virginia with operations across multiple states in the Mid-Atlantic, Midwest and Southeast. The company specialized in large-scale projects and provides end-to-end solutions for data centers, industrial campuses and commercial developments. The Head of Talent Acquisition will build and own the company's talent engine from the ground up, reporting directly to the CEO. This is a hands-on, operator-style leadership role responsible for designing how the organization sources, attracts, assesses, hires, and onboards A-level salaried talent across critical value-creating roles. Starting as an individual contributor, the role will establish a proactive, pipeline-driven recruiting model that ensures the business is never forced into reactive or suboptimal hiring decisions. Over time, the role will define the right processes, tools, metrics, and team structure to support continued scale. RESPONSIBILITIES: Build the talent acquisition function from a blank slate, creating scalable strategies, processes, and simple systems that consistently deliver high-quality salaried talent. Although utilization of third-party search firms will be inevitable for select cases, the expressed purpose of this role is to substantially supplant reliance upon external search services. Partner directly with the CEO and senior leadership to translate aggressive growth plans into actionable recruiting roadmaps. Proactively source, engage, and maintain a bench of top talent across project management, estimating, safety, field leadership, and other critical roles. Recruit high potential “athletes,” including candidates outside traditional construction industry pipelines. Shape and communicate a compelling employer value proposition that differentiates the company from legacy construction competitors. Design and lead rigorous selection methodologies focused on performance, problem-solving ability, and cultural alignment. Coach hiring managers to consistently top-grade and make disciplined, high-quality hiring decisions. Own and design a structured 90-day onboarding experience with clear milestones, expectations, and retention decision points. Analyze recruiting and onboarding outcomes to continuously refine sourcing, assessment, and hiring strategies. Evaluate, justify, and implement pragmatic recruiting and onboarding tools where they materially improve outcomes. Justify, build and lead a lean, high-performing talent acquisition team as the business scales. EXPERIENCE & QUALIFICATIONS: 5+ years of experience leading or materially scaling talent acquisition in a fast-growing, performance-driven environment. Bachelor's degree from an accredited college or university; Master's degree or Professional Certification are a plus. Proven success moving organizations from reactive hiring to proactive, pipeline-driven talent strategies. Strong hands-on recruiting background with experience personally sourcing, assessing, and closing high-impact salaried talent. Demonstrated ability to partner with CEOs and senior leaders as a business operator rather than a transactional HR leader. Experience recruiting for competitive, hard-to-fill roles such as project managers, estimators, safety professionals, or field leaders. Comfort operating without mature/expansive HR systems and selecting fit-for-purpose tools that enable speed and quality. Data-driven, commercially minded approach linking talent decisions directly to growth and profitability. Experience designing or overseeing structured onboarding programs with measurable 90-day outcomes. Willingness to travel regularly to stay close to field operations and talent markets.

Our client, a high-growth construction firm based in Dulles, VA is seeking a Director of HR and Talent to lead and scale their entire HR function. Reporting to the COO, this is a high-impact, executive-track role designed for an ambitious leader ready to build the operational infrastructure necessary to support multi-state expansion. Own the Function: Design, implement, and manage a scalable HR infrastructure, including talent acquisition, compensation, benefits, and compliance. Strategic Growth: Partner directly with the COO to align HR strategy with aggressive business goals as the company expands into new regional markets. Path to CHRO: This role is explicitly structured with an accelerated progression path to the Chief Human Resources Officer (CHRO) role within the next five years. Lead Talent Strategy: Serve as the engine for the company's success by attracting, developing, and retaining top talent across all departments. Requirements: Deep expertise in recruiting and HR operations within a high-growth environment. Proven experience building and institutionalizing HR functions from the ground up. Ability to thrive in a fast-paced, entrepreneurial, and execution-focused culture. Must be able to work 100% (5 days/week) on-site and travel up to 10%. Strong executive presence with the ability to serve as a pivotal business partner. 10% Travel Compensation: Competitive base salary in the $200K's + Performance Bonus. Clear trajectory for executive leadership and professional growth.

We're seeking a proactive Attorney Recruiting Manager to join our high‑performing team at Eversheds Sutherland (US) LLP. In this role, you'll own the full recruitment lifecycle for attorneys across the firm, with emphasis on lateral associates and student recruitment. The manager will blend data‑driven strategy, market intelligence, and team leadership to deliver a consistent, high‑touch candidate experience that strengthens our talent pipeline and supports firm growth. The ideal Manager brings 5+ years of recruiting experience in a national or international law firm and thrives in a fast-paced environment. The manager will work alongside the Senior Manager to design and execute a proactive recruitment plan, while delivering best-in-class service to internal and external stakeholders. Project leadership, superb relationship management, and superior service standards are essential in this role. The primary responsibilities, qualifications, and capabilities for this role include the following: Lateral Associate Recruitment Serve as a trusted “face of the firm,” driving a premium candidate experience and representing the firm with professionalism to candidates, agencies, and the broader legal community. Own full‑cycle lateral associate recruiting: intake, sourcing, screening, interview management, candidate communication, feedback synthesis, offer development, and onboarding. Build proactive pipelines for priority practices; partner closely with hiring partners and leadership to clarify staffing needs and growth objectives. Maintain strong relationships with select external recruiters; negotiate terms, track performance, and ensure quality submissions. Monitor market trends, competitor moves, and compensation patterns; translate insights into sourcing strategies and actionable recommendations. Oversee compliant documentation and data hygiene across ATS tools; generate recurring dashboards and analytics to inform decision‑making. Student Recruitment Lead the student recruitment program. Manage OCI calendars, select attorney interviewers, and coordinate call‑backs. Cultivate relationships with Career Services at target schools; steward firm profiles (NALP, Vault, Chambers) and ensure timely completion of surveys. Design and manage a high‑impact Summer Associate Program: orientation, training, evaluations, events, and conversion processes. Track student‑recruiting outcomes; assess yield, acceptance drivers, and program ROI to refine strategies each season. Develop plan for skills mapping to coincide with practice group needs. Team Leadership Lead, coach, and develop Recruiting Coordinators/Specialists; establish service standards, and continuous‑improvement routines. Provide training, oversight, and guidance on tools, process excellence, and candidate communications; model discretion and confidentiality. Drive cross‑team projects that elevate the recruiting function; foster collaboration and strong relationships with attorneys and business professionals. Qualifications & Capabilities A Bachelor's degree is required. 5+ years of attorney recruiting or talent management experience in a multi‑office law firm or professional‑services environment; 2+ years of people‑management preferred. Proven success running high‑volume, full‑cycle legal recruiting with exceptional organization, responsiveness, and attention to detail. Strong consultative communication skills-able to influence senior stakeholders and deliver candid, data‑backed recommendations. Proficiency with ATS/CRM systems (e.g., VI Recruit, FloRecruit, or similar), LinkedIn Recruiter, and Microsoft 365; disciplined approach to data integrity and reporting. High discretion handling confidential information; calm under pressure and adaptable to last‑minute changes. This is a hybrid role and will require on-site presence 3 days per week. The salary ranges for this position vary depending on the geographic location and other factors such as experience, internal equity, market data, and job-related considerations. The range for this position is from $105,000 - $145,000, with offers contingent upon the various factors. The firm's compensation strategy includes not just a base salary but also comprehensive benefits such as healthcare, paid time off, discretionary merit bonuses, life and disability insurance, retirement plans and tailored learning opportunities. Eversheds Sutherland (US) LLP is committed to promoting diversity and inclusion within our Firm and in the larger legal profession. We believe that diverse skills, knowledge and viewpoints make us a stronger firm. Eversheds Sutherland (US) LLP maintains a policy of affording all employees and applicants equal employment opportunities without regard to actual or perceived race, color, religion, sex (including pregnancy, childbirth, lactation and related medical conditions), sexual orientation, gender (including gender identity or expression or transgender status), national origin, age, disability, genetic information, marital or familial status, domestic violence victim status, ancestry, amnesty, citizenship status, ethnicity, military and veteran status, or any other characteristic protected by applicable law. Unlawful discrimination, harassment and retaliation will not be tolerated in any of the Firm's offices or any other work-related setting. Qualified individuals with a disability may request a reasonable accommodation in order to apply for a position or to enable them to perform the essential functions of a position for which they are otherwise qualified. EEO.

An elite AmLaw 10 global firm is seeking an Associate Recruiting Senior Specialist to join its Associate Recruiting team in Washington, D.C. This role supports lateral associate hiring within the Litigation & Trial and Tax Departments. This role will sit hybrid in Washington, D.C. Key Responsibilities: Lead end-to-end lateral associate and judicial clerk recruiting processes Oversee application processing, candidate communications, and record management Coordinate recruiting events, outreach initiatives, mailings, and social media campaigns Collaborate with internal stakeholders and committees to develop innovative recruiting and marketing strategies Prepare, analyze, and present recruiting metrics, market insights, and detailed reports Develop and manage recruiting budgets and monitor expenses Supervise and support team members while promoting effective work practices Ensure compliance with employment laws, firm policies, and best practices Handle highly sensitive and confidential information with discretion Qualifications: Bachelor's degree or equivalent required Minimum of 6 years of experience in legal recruiting or professional services At least 1 year of supervisory or team leadership experience, preferably in a related field Strong interpersonal, written, and verbal communication skills Excellent organizational, analytical, and time-management abilities Proficiency with applicant tracking systems, interview platforms, and Microsoft Office Ability to manage multiple priorities, work independently, and make sound decisions

Seeking a Recruiter who will manage the full hiring lifecycle for an organization, from sourcing and screening candidates to extending offers, working closely with hiring managers to define needs, build talent pipelines, and ensure new hires align with company culture and goals, acting as an ambassador for the employer brand. Key duties include writing job descriptions, conducting interviews, negotiating terms, managing onboarding, and using data to improve recruitment. You will also be responsible for developing and maintaining relationships with hiring managers, building strong candidate pipelines, and ensuring that we hire the best possible candidates to meet our hiring needs. Responsibilities: Partner with hiring managers and business , group or organization leads, and key stakeholders to understand unique talent needs Manage the full lifecycle recruiting process and hiring deliverables for product management positions, specialty positions, and broad client groups Create compelling position descriptions, sourcing diverse candidate pipelines, marketing the talent brand to attract top talent, screening candidates, advising business partners on the recruiting process, and negotiating job offers Candidate management - develop and execute sourcing plans to identify and recruit top talent, owning the candidate development process from identification and engagement to offer extension and closing Work cross-functionally across a team of high performing recruiters and promote a culture of inspiration, empowerment and inclusion Leverage recruiting data to proactively provide status updates and hiring results to leadership and HR partners Source stellar candidates. Look beyond direct applications and leverage search engines, career sites, recruiting events, and other innovative sourcing techniques to find the best talent in the market Provide recruiting services in accordance with our recruiting process, standards, and systems Self-directed execution of the full life cycle recruiting process with an emphasis in meeting time-to-fill goals Develop an effective sourcing strategy to provide a continuous flow of quality and quantity of candidates for the pipeline Develop and execute strategies autonomously to include networking, call lists, niche social networking, and general industry knowledge Acts as a recruiting partner and a subject matter expert to business leadership, hiring managers and other key stakeholders Identify 'root cause' solutions to complex recruiting issues and ability to implement solutions that will mitigate immediate problems and future potential issues Address ambiguous situations or challenges and respond accordingly, drawing on ones subject matter expertise, skills and abilities Screens and counsels candidates, coaches the hiring team, and negotiates the close Effectively facilitate formal consensus meetings with the hiring team Independent involvement when developing and executing strategies Practice attention to detail and flawless execution of requisition processing Qualifications: Bachelor's degree 3 years of full life cycle recruiting experience required 5+ years of full life cycle recruiting experience preferred 2+ years of experience consulting with hiring managers while developing and enhancing excellent working relationships with those managers and their teams Experience with Workday ATS preferred but not required Professional Human Resources (PHR) certification Ability to influence and drive results in a fast-paced environment Ability to use innovative techniques to attract and recruit diverse talent Experience in compensation and general HR requirements as related to hiring Possess strong candidate and client management skills, with a proven ability to influence Proven ability to function effectively in a fast-paced environment Dexian is an Equal Opportunity Employer that recruits and hires qualified candidates without regard to race, religion, sex, sexual orientation, gender identity, age, national origin, ancestry, citizenship, disability, or veteran status.

About the Role: Grade Level (for internal use): 13 This role is hybrid and requires in-office attendance. Impact and Responsibilities: The Global Head of Talent Acquisition will be responsible for defining and executing a comprehensive talent acquisition strategy that aligns with the organization's growth objectives. This role will lead a global team of 10+ talent acquisition professionals, ensuring best practices, innovative recruitment technologies, and effective workforce planning are at the forefront of our recruitment efforts. Define and execute the global talent acquisition strategy across multi- businesses and brands (Mobility Business Solutions and CARFAX) as well as corporate functions, ensuring alignment with organizational growth objectives and workforce planning initiatives worldwide. Develop and manage a team of talent acquisition professionals, establish consistent processes, standards, and best practices while fostering a culture of excellence and continuous improvement. Establish talent acquisition governance, including standardized metrics, reporting frameworks, and compliance protocols across diverse regulatory environments and cultural contexts. Establish and monitor key performance indicators and metrics to demonstrate ROI of talent acquisition initiatives and continuously optimize recruitment processes. Oversee talent acquisition for all C-suite and senior executive positions, managing complex searches and building relationships with executive search firms and industry leaders. Drive innovation in recruitment practices by implementing cutting-edge technologies, AI-powered tools, and data-driven methodologies to enhance candidate experience and improve hiring outcomes. Partner with the Chief People Officer, Head of Talent Management/Engagement, C-level executives and senior leadership team to drive strategic workforce planning, succession planning, and organizational capability building initiatives and translate business objectives into effective recruitment strategies. Compensation/Benefits Information: (This section is only applicable to US candidates) S&P Global states that the anticipated base salary range for this position is $115,000 to $200,000. Final base salary for this role will be based on the individual's geographic location, as well as experience level, skill set, training, licenses and certifications. In addition to base compensation, this role is eligible for an annual incentive plan. This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please click here. What We're Looking For: Basic Required Qualifications: 10+ years of progressive talent acquisition experience including 3+ years in leadership roles. Proven track record of leading global talent acquisition teams across various geographies and regulatory environments with demonstrated success in complex, matrixed organizations. Demonstrated experience developing global talent acquisition teams with strong coaching, mentoring, and performance management capabilities. Experienced managing full-cycle recruiting for executive and senior-level positions across multiple business functions in global, fast-paced, complex organizations. Deep expertise in talent acquisition technologies and platforms including enterprise-level applicant tracking systems, AI-powered recruiting tools, workforce analytic tools and recruitment marketing platforms. Strong business acumen with experience partnering with senior executives on strategic workforce planning, organizational design, and talent strategy development. Exceptional cross-cultural communication, leadership skills, stakeholder management with the ability to influence and drive change across multi-faceted teams and stakeholder groups. Strong analytical and strategic thinking abilities with experience using data and metrics to drive recruitment decisions and demonstrate ROI of talent acquisition initiatives. Additional Preferred Qualifications: Experience in technology, consulting, telecommunications, financial services, market research and analytics industries with an understanding of complex regulatory environments. Proven experience managing talent acquisition during organizational transformations, including mergers, acquisitions, or rapid scaling initiatives. Advanced degree in Human Resources, Organizational Psychology, or related field with specialized focus on talent management. S&P Global has recently announced the intent to separate our Mobility Segment into a standalone public company. For more information, visit ************************** About S&P Global Mobility At S&P Global Mobility, we provide invaluable insights derived from unmatched automotive data, enabling our customers to anticipate change and make decisions with conviction. Our expertise helps them to optimize their businesses, reach the right consumers, and shape the future of mobility. We open the door to automotive innovation, revealing the buying patterns of today and helping customers plan for the emerging technologies of tomorrow. For more information, visit ************************** What's In It For You? Our Mission: Advancing Essential Intelligence. Our People: We're more than 35,000 strong worldwide-so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We're committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference. Our Values: Integrity, Discovery, Partnership Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals. Benefits: We take care of you, so you can take care of business. We care about our people. That's why we provide everything you-and your career-need to thrive at S&P Global. Our benefits include: Health & Wellness: Health care coverage designed for the mind and body. Flexible Downtime: Generous time off helps keep you energized for your time on. Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills. Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs. Family Friendly Perks: It's not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families. Beyond the Basics: From retail discounts to referral incentive awards-small perks can make a big difference. For more information on benefits by country visit: ***************************************** Global Hiring and Opportunity at S&P Global: At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets. Recruitment Fraud Alert: If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to ************************. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here. ----------------------------------------------------------- Equal Opportunity Employer S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment. If you need an accommodation during the application process due to a disability, please send an email to: *************************** and your request will be forwarded to the appropriate person. US Candidates Only: The EEO is the Law Poster **************************************************************** describes discrimination protections under federal law. Pay Transparency Nondiscrimination Provision - ******************************************************************************************** ----------------------------------------------------------- 103 - Middle Management (EEO Job Group) (inactive), 10 - Officials or Managers (EEO-2 Job Categories-United States of America), HUMRES103.2 - Middle Management Tier II (EEO Job Group)

How do you see yourself today? Are you looking for that unique opportunity where you can make a difference in the lives of the patients you serve on a daily basis? MyEyeDr. is a high-growth, premier healthcare company: a total vision care concept with a unique retail experience. Our trusted community doctors and knowledgeable teams are all focused on helping our patients live their best lives by delivering an exceptional, personalized experience to each of our patients in every interaction. Job Description Behind every top-performing recruiting team is an amazing leader. Be the Talent Acquisition pillar within MyEyeDr. and align our passionate recruitment team with equal parts of inspiration, empowerment, and influence. The TA Manager will play a key role in helping our patients live their best lives. You will develop and manage a team responsible for the full cycle of recruiting, from defining requirements through sourcing candidates and negotiating offers. You will coach hiring managers on selection and hiring best and next practices, partner with regional leadership, serve as a solutions partner and use data to inform and shape a range of strategies and decisions. If you want to be part of a high-growth, purposeful healthcare company whose values drive every action, then MyEyeDr. is looking for you! We encourage you to apply and start your journey with MyEyeDr. At MyEyeDr. it's not just business, it's personal. So please take a closer look. We think you'll like what you see. Job Summary The Manager, Talent Acquisition is responsible for developing and managing a team of recruiters responsible for the full cycle of recruiting from defining requirements through sourcing candidates, negotiating offers, coaching managers on selection and hiring. Acts as a Talent Acquisition business partner to regional leadership and serves as a solutions partner by leveraging talent acquisition market intelligence, metrics, and reporting to inform and shape strategies and decisions. Designs and delivers relevant and appropriate talent strategies centered on attracting and hiring highly skilled talent. Builds and delivers innovative approaches to identify talent delivery channels for experienced hires, including active and passive candidates. Develops sourcing strategies and helps implement and execute initiatives to drive candidate pipeline development. Collaborates with Talent Acquisition leadership to explore and recommend sourcing tools techniques, and technologies to build talent communities. Builds the organizational reputation as an employer of choice through positive, professional interactions with candidates and strategic candidate sources. Manages the implementation of company-wide recruiting processes, tools and strategies; will consult on best and next practice recruiting strategy, selection systems and employment law when needed. Essential Duties and Responsibilities · Team Leadership: Lead a team of geographically dispersed recruiters responsible for ensuring business needs are met within defined set of expectations; partner with operational and home office stakeholders at a strategic level on all staffing needs and forecasting · Business Partner: Partner with hiring managers, business leaders, and key stakeholders to understand and deliver unique talent needs while keeping all parties apprised along the journey. Become a deep subject matter expert on the Optical/Optometry space. · Develop and maintain all recruiting metrics; use as measurement for team performance, quality of hire, and leverage data and metrics to conduct analysis on talent markets and our delivery to better support customer/partners, the business and candidates. · Reimagine current recruiting processes and help design new, creative and competitive recruiting approaches; stay current on recruiting trends across industries-continually look for ways to refine and improve processes. · Regularly monitor Associate onboarding experience help drive 30,60, 90-day Associate engagement · Strategic thinking: Serve as a thought partner to the Director of TA and actively engage in problem solving. Contribute to the development of executive-level Talent Acquisition education and communications (e.g., presentations). · Partner with HRIS Analyst on all system functionalities as they pertain to Talent Acquisition · Design/implement well-developed sourcing methods across all regions, train the recruiting team and monitor success of methods· Play a critical role in identifying opportunities that will deliver Talent Acquisition objectives and lead important organizational initiatives beyond the scope of day to day position.· Collaborate with Director of TA to research and recommend recruitment communication channels for ad placement and community organizations for partnerships · Advise and train hiring managers on social media platforms, interviewing techniques; develop and implement tools for deployment · Employer Brand: regularly monitor employer branding presence including on social sites and partner with both MED Marketing and vendors to ensure all aspects of employer branding are current and compliant; work with stakeholders on ways to improve our employer brand, overall · Workforce Planning: Coordinate with department managers to forecast future hiring needs; partner with operational stakeholders on newly acquired practices and their forecasted staffing needs · Stay current on labor legislation and inform recruiters and managers about changes in regulations · People Development: passion for developing others in order to build a high performing team that is empowered to deliver talent and solutions that align our people to our purpose/brand · Collegiality: Build the company's professional network through relationships with HR professionals, Colleges and targeted community organizations · Executive level recruiting (director level and above) and some specialty position recruiting Qualifications Work Experience · Minimum of 7 years of full cycle recruiting experience · 5 years of experience managing a team of 6-10 recruiters · 5+ years identifying and implementing recruiting best practices · Experience managing remote employees Education · Bachelor's degree required; Master's degree preferred. · Formal recruitment training/education (HCI, AIRs, RACR, SHRM TA, Performance-based Hiring, etc) Additional Information All your information will be kept confidential according to EEO guidelines.

Opportunity@Work is a nonprofit social enterprise with a mission to increase career opportunities for the 71 million adults in the U.S. who do not have a four-year college degree but are Skilled Through Alternative Routes (STARs). For STARs, the American Dream has been fading due in part to an “opportunity gap,” in which access to the good jobs required for upward mobility often depends less on people's skills and more on whether and where they went to college, who they know professionally and socially, or even how they look. We envision a future in which employers hire people based on skills rather than their pedigree. We are uniting companies, workforce development organizations and philanthropists in a movement to restore the American Dream so that every STAR can work, learn and earn to their full potential. Job Description As part of the larger People & Culture team, the Talent Acquisition Manager acts as a gatekeeper of Opportunity@Work's culture by providing an exceptional experience to both our internal colleagues and candidates alike. Reporting to the Vice President of People & Culture, the Talent Acquisition Manager will be responsible for the full life cycle recruiting efforts for a variety of positions. The ideal candidate will have a background in DE&I sourcing strategies to build pipelines of diverse talent. This role requires excellent organizational and interpersonal skills and a proven ability to work with all levels of an organization. We are passionate about providing candidates and hiring leaders a great experience through our recruiting process and hope you share this passion! Key Responsibilities: Lead full cycle recruiting for professional hires across a variety of corporate functions and business units. Partner with hiring leaders in the development and execution of diversity hiring strategies in support of our hiring objectives and in alignment with our DEIB strategy. Drive data-driven recruitment programs, convey insights and decisions and leverage new and existing data to inform how we attract, select, grow, and retain talent. Measure effectiveness of external and internal partner strategies and foster and manage those relationships. Develop and maintain networks internally and externally to ensure a strong pipeline of potential candidates. Assess position requirements and candidate qualifications to ensure alignment with business requirements and provide accurate and insightful candidate assessments and rankings. Prepare candidates for interviews by providing detailed information on our organization, business strategy, department, and the hiring leadership. Facilitate our candidate selection process by ensuring key hiring rationales are appropriately prioritized, collecting and reviewing stakeholder feedback with hiring leadership, and candidate comparatives are clearly articulated. Track, monitor, disposition, and report ongoing recruiting activities through the disciplined use of our Applicant Tracking System which ensures data integrity for metrics/reporting. Work to identify, drive and update recruiting processes designed to improve efficiencies and create a positive recruiting experience for hiring managers and candidates. Build a candidate pipeline for key positions and maintain regular contact with possible future candidates. Recruit effectively against measurable metrics & industry benchmarks Function as in-house consultant and the subject matter expert in recruitment & staffing. Effectively support multiple clients within our business and manage against hiring deadlines for business-critical roles. Qualifications 5+ years of full life cycle recruiting experience within a corporate or agency environment. 2+ years of experience developing and executing diversity & inclusion strategies that meet business needs. Experience exploring and recommending new diverse partnership opportunities. Demonstrated ability to deliver high quality results and utilize intelligent business approaches to identify & attract high quality candidates. Ability to interact with individuals at all levels of the organization. Experience with direct sourcing is required with a focus on diversity sourcing. Additional Information Opportunity@Work is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Type of Requisition: Regular Clearance Level Must Currently Possess: None Clearance Level Must Be Able to Obtain: None Public Trust/Other Required: None Job Family: Human Resources Job Qualifications: Skills: Recruiting Strategies, Sourcing Tools, Talent Acquisition Certifications: None Experience: 7 + years of related experience US Citizenship Required: No Job Description: GDIT is searching for a Senior Manager, Talent Acquisition Sourcing. Working on the Human Resources team, you'll become an integral part of how GDIT is able to support solving some of our clients' biggest challenges and help us grow the business. Sourcing is a strategic differentiator at GDIT. HOW A TALENT ACQUISITION SR SOURCING MANAGER WILL MAKE AN IMPACT: Sourcing Strategy and Execution: Develop and continuously evolve enterprise sourcing strategies that leverage emerging technologies, AI-enabled tools, and market insights to build scalable, high-quality talent pipelines. Own and optimize the organization's CRM strategy, ensuring effective segmentation, engagement campaigns, and talent community management aligned to current and future hiring needs. Evaluate, pilot, and implement new sourcing technologies and platforms, translating innovation into measurable improvements in candidate quality, speed, and diversity of pipelines. Partner with TA leadership, recruiters, and HR technology teams to understand business needs and ensure sourcing efforts align with organizational goals. And to integrate sourcing tools and CRM capabilities into end-to-end recruiting workflows. Use CRM and sourcing analytics to assess pipeline health, candidate engagement, and ROI, adjusting strategies based on data and changing business priorities. Team Leadership and Development: Lead, mentor, and manage a team of sourcing specialists, providing guidance, training, and support to enhance team performance. Establish team goals, KPIs, and performance metrics to measure effectiveness. Foster a culture of collaboration, innovation, and continuous improvement within the sourcing team. Data-Driven Decision-Making: Track, analyze, and report sourcing metrics and trends to identify areas for improvement. Leverage data to optimize sourcing processes and measure the ROI of sourcing initiatives. Stay updated on market trends, competitor insights, and emerging sourcing technologies. Stakeholder Collaboration: Act as a trusted advisor to recruiters and hiring managers, providing insights on sourcing challenges and strategies. Build strong relationships with internal stakeholders to ensure alignment on candidate quality and hiring timelines. Partner with employer branding and marketing teams to enhance the organization's visibility and attractiveness to top talent. WHAT YOU'LL NEED TO SUCCEED: Bachelor's degree in Human Resources, Business, or a related field (or in lieu of degree 11 years of related experience is required). 7+ years of experience in recruiting, with at least 2 years in a sourcing-focused role. 2+ years experience leading and developing high-performing teams. 2+ years experience in sourcing for hard-to-fill or niche roles across diverse industries. Proven track record of successfully building and managing talent pipelines. Strong understanding of sourcing tools, techniques, and technologies (e.g., LinkedIn Recruiter, Boolean search, ATS systems). Excellent communication, organizational, and project management skills. Familiarity with diversity hiring strategies and best practices. Proficiency in data analysis and reporting tools (e.g., Excel, Tableau). Proficiency in creating presentations in PowerPoint. Location: Falls Church VA, Remote, Hybrid (3 days per week) GDIT IS YOUR PLACE: ● 401K with company match ● Comprehensive health and wellness packages ● Internal mobility team dedicated to helping you own your career ● Professional growth opportunities including paid education and certifications ● Cutting-edge technology you can learn from ● Rest and recharge with paid vacation and holidays The likely salary range for this position is $142,792 - $181,700. This is not, however, a guarantee of compensation or salary. Rather, salary will be set based on experience, geographic location and possibly contractual requirements and could fall outside of this range. Scheduled Weekly Hours: 40 Travel Required: Less than 10% Telecommuting Options: Hybrid Work Location: USA VA Falls Church Additional Work Locations: Total Rewards at GDIT: Our benefits package for all US-based employees includes a variety of medical plan options, some with Health Savings Accounts, dental plan options, a vision plan, and a 401(k) plan offering the ability to contribute both pre and post-tax dollars up to the IRS annual limits and receive a company match. To encourage work/life balance, GDIT offers employees full flex work weeks where possible and a variety of paid time off plans, including vacation, sick and personal time, holidays, paid parental, military, bereavement and jury duty leave. To ensure our employees are able to protect their income, other offerings such as short and long-term disability benefits, life, accidental death and dismemberment, personal accident, critical illness and business travel and accident insurance are provided or available. We regularly review our Total Rewards package to ensure our offerings are competitive and reflect what our employees have told us they value most.We are GDIT. A global technology and professional services company that delivers consulting, technology and mission services to every major agency across the U.S. government, defense and intelligence community. Our 30,000 experts extract the power of technology to create immediate value and deliver solutions at the edge of innovation. We operate across 50 countries worldwide, offering leading capabilities in digital modernization, AI/ML, Cloud, Cyber and application development. Together with our clients, we strive to create a safer, smarter world by harnessing the power of deep expertise and advanced technology.Join our Talent Community to stay up to date on our career opportunities and events at gdit.com/tc. Equal Opportunity Employer / Individuals with Disabilities / Protected Veterans

About Us The American Clean Power Association (ACP) is the leading voice of today's multi-tech clean energy industry, representing energy storage, wind, utility-scale solar, clean hydrogen, and transmission companies. ACP is committed to meeting America's energy and national security goals and building our economy with fast-growing, low-cost, and reliable domestic power. Learn more at cleanpower.org. Position Summary The Talent Acquisition Manager plays a key role in delivering a best-in-class candidate and hiring manager experience while ensuring ACP's recruitment processes are efficient, consistent, and reflective of the organization's mission and values. This role leads full-cycle recruitment for all non-executive roles, helping hiring managers shape s, attracting high-quality talent, and supporting a seamless transition from initial posting through the new hire's first day. As a trusted partner across the organization, the Talent Acquisition Manager works closely with leaders and staff to interpret hiring needs, advise on best practices, and ensure a thoughtful, fair, and competency-aligned selection process. Representing ACP's brand externally, the role requires clear communication, professionalism, and sound judgment in navigating candidate interactions and managing a process that balances structure with flexibility. Internally, the Manager strengthens collaboration, improves workflows, and ensures each hire is set up for success through effective preboarding coordination with HR, IT, and Operations. This is a highly visible role for a recruiting professional who excels at managing end-to-end processes while approaching talent strategy with care, intention, and a people-centered mindset. Essential Functions/Major Responsibilities To perform this job successfully, an individual must be able to perform each essential duty and responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties may be assigned to meet business needs. Full-Cycle Recruitment * Lead recruitment for all non-executive positions, delivering a consistent, high-quality process that reflects ACP's standards of excellence. * Partner closely with hiring managers to develop and refine job descriptions that align with organizational competencies, expectations, and future needs. * Develop thoughtful sourcing strategies that balance efficiency with quality, using job boards, professional networks, proactive outreach, and creative approaches to identify strong candidates. * Support ACP's internship program by coordinating recruitment activities and assisting with onboarding and program needs as required. * Screen resumes, conduct first round interviews, and assess candidates using competency-aligned evaluation criteria and sound judgment. * Coordinate interview logistics across departments, ensuring a smooth, positive, and well-communicated experience for candidates and interviewers. * Prepare offer recommendations, manage approvals, and draft offer letters with precision and clarity. * Represent ACP externally with professionalism and care, acting as a brand ambassador who models the organization's values and commitment to diversity, equity, and inclusion. * Identify opportunities to elevate search practices by incorporating industry best practices, structured interviews, and consistent selection processes. Preboarding & New Hire Readiness * Manage all preboarding activities including background checks, employment verifications, and collection of required documentation. * Coordinate closely with IT and Operations to ensure equipment, systems access, and workspace needs are fully set up before the new hire's first day. * Maintain efficient, well-documented preboarding workflows that reduce friction, ensure compliance, and create a seamless transition from offer acceptance to Day One. * Ensure that all hiring-related compliance activities (I-9 verification, documentation requirements, internal processes) are completed accurately and on time. * Prepare onboarding materials and partner with HR colleagues to ensure new hires feel welcomed and well-prepared for a successful start. * Identify process improvements that streamline preboarding tasks and enhance the overall new-hire experience. Recruiting Operations & Reporting * Maintain Greenhouse as the applicant tracking system (ATS), ensuring accurate candidate data, compliant documentation, and user-friendly experience for hiring managers. * Deliver timely and service-oriented communication to candidates and internal stakeholders, building trust and strengthening ACP's reputation. * Develop and refine recruitment toolkits, templates, interview questions, and guides to promote structure, clarity, and consistency across searches. * Track and share recruitment metrics, trends, and insights that guide improvements in hiring efficiency, quality, and equity. * Identify opportunities to optimize workflows, eliminate redundancies, shorten time-to-fill, and enhance overall hiring excellence across the organization. * Support broader HR initiatives and cross-functional projects that advance planning, systems improvements, and organizational effectiveness. * Apply sound judgment, professionalism, and discretion when handling candidate information and navigating sensitive scenarios. Experience, Education & Skills * Bachelor's degree in human resources, business administration, communications, or a related field; equivalent experience considered. * 3+ years of progressive experience in full-cycle recruitment or talent acquisition, ideally within a mission-driven, fast-paced, or high-growth environment. * Demonstrated success managing searches end-to-end from job creation support through candidate sourcing, interviewing, selection, and offer preparation. * Experience advising hiring managers, building strong cross-functional relationships, and communicating clearly and professionally at all levels. * Strong capability in assessing candidates using structured, competency-informed evaluation methods and sound judgment. * Experience managing preboarding workflows including background checks, employment verifications, and coordination with IT/Operations for first-day readiness. * Proficiency using an Applicant Tracking System; Greenhouse strongly preferred, including job posting, candidate pipeline management, and hiring team coordination. * Excellent written and verbal communication skills, with the ability to represent ACP's brand externally through polished, timely, and inclusive candidate interactions. * Strong organizational skills with the ability to manage multiple searches simultaneously, balance competing priorities, and maintain accuracy under tight timelines. * Demonstrated commitment to operational excellence, continuous improvement, and identifying opportunities for efficiency and best practice implementation. * Ability to navigate sensitive or confidential information with integrity, discretion, and sound decision-making. * Service-oriented mindset with the ability to deliver high-quality candidate and hiring manager experiences while upholding consistency, equity, and ACP values. * Experience supporting employer branding, recruitment messaging, or HR operations is a plus. * Curiosity, learning agility, and a proactive approach to strengthening systems, tools, and workflow consistency. Job Conditions We are a fast-paced, high-energy organization with a very ambitious agenda and a staff that is highly motivated. This position may experience high-level work demands and independent decision-making under tight timelines. Occasional travel outside of the Washington, DC area for meetings or events may be required. Applicants must be currently authorized to work in the United States on a full-time basis. ACP will not sponsor applicants for work visas. We reasonably believe that the base salary range for this position is $90,000 - 110,000 annually. At ACP, a wide range of factors are considered when making compensation decisions including and not limited to skill set, experience, training, education, knowledge, and other business and organizational needs. ACP offers 401k, PTO and sick leave, commuter benefits, wellness reimbursement, and professional development/tuition reimbursements for eligible employees. This privacy notice applies to the processing of personal information that ACP collects about candidates for employment. Throughout the application process, ACP may collect some or all of the following categories of personal information: name and address; email address; age or date of birth; race or other demographic information; occupation and employment history; phone number; education; and/or social security number or other identification data. ACP provides this information to third-party service providers to store and process this data on our behalf, for background checks, and for regulatory compliance. ACP does not sell any applicant personal information.

Please apply on the Bulletin Intelligence Careers Website - thank you! Bulletin Intelligence located in Reston, VA, delivers business intelligence via fully customized briefings and dashboards that provide, as one Fortune 100 CEO described it, “The perfect antidote to information overload.” Our expert analysts work overnight shifts to analyze and distill open-source intelligence - news media, financial analyst reports, market research, etc. - into concise daily briefing memos for the most demanding executives in the world. Clients for our enterprise-wide services, which have a 97% annual retention rate, include the White House, most Cabinet-level departments and agencies, and Fortune 500 companies. The company, which grew revenues at nearly 50% last year, also has two separate subsidiaries, Bulletin Media and Bulletin Healthcare, which deliver specialized daily news briefings to over one million members of leading professional associations such as the AMA, NAM, etc. Bulletin Intelligence is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, national origin, gender identity and sexual orientation or protected veteran status and will not be discriminated against on the basis of disability. If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact Human Resources Bulletin Intelligence invites any applicant to review the Company's written Affirmative Action Plan. This plan is available for inspection upon request Job Description Bulletin Intelligence - a premium provider of customized business intelligence briefings for executives - is looking for a Talent Acquisition Lead to help us build and grow our company's talent acquisition program. We are an established, consistently profitable, 150-employee firm that is nonetheless on an exciting growth trajectory more reflective of a start-up organization. This position is a great fit for a strong performer who is eager to help us shape and drive a new, best-in- class program to attract and retain exceptional employees. The right candidate is someone who is self- motivated, while still being able to take guidance well, and has the intellectual curiosity to seek out and strike when opportunities present themselves. Responsibilities Support Senior Director in developing and executing the strategy for a robust talent acquisition program that is scalable to support business growth Understand the sourcing strategy, utilize available sourcing tools (i.e., LinkedIn Recruiter license, job boards, social networks, social media channels, university engagement, internal referrals among others) to build talent pipelines for current and future business needs Establish goals that support recruitment priorities to fill open jobs and create candidate pipelines based on business needs Learn position requirements to proactively source candidates Manage assigned job requisitions throughout the talent lifecycle and create and manage job postings on the applicant tracking system and social media Understand and remain current on the external talent market to gain strategic advantage in mining for and sourcing talent to fill critical openings Utilize effective talent acquisition processes, tools, practices and metrics that help drive continuous improvement and that are consistent with and reflect organization's brand and culture Develop relationships with and support activities on select campuses to build entry level talent pipeline Qualifications A minimum of 3 years' experience in talent acquisition, with demonstrated career growth Understanding of the competitive landscape for talent acquisition and ability to develop effective strategies to source talent Experience with and a passion for lead-generation programs to find high-caliber talent Understanding of how to use analytics to drive results Self-motivated and accountable Excellent communications skills Meticulous attention to detail Bachelor's degree preferred but not required based on prior experience Experience in media and healthcare a plus Additional Information All your information will be kept confidential according to EEO guidelines. Company Culture Bulletin Intelligence offers comprehensive health benefits, a flexible PTO program, free parking, an on- site gym, casual dress code, and a beautiful new office space. We are metro accessible (Wiehle) and very close to the W&OD trail. The competitive spirit thrives here. We welcome the dedicated and the driven. Exceptional personal integrity a must. Join us.

Job Description Our client is a veteran-owned small business supporting DoD, NGA, and federal civilian partners in GEOINT analysis, software development, and enterprise support. The company emphasizes high quality, mission aligned talent, and its careers page highlights talent acquisition as a core internal capability, supported by strong benefits, growth opportunities, and a people first, vision driven culture. Existing talent acquisition staff is centered on authenticity, relationship-based communication, and deep engagement with each candidate, rather than volume-oriented recruiting. Entry level postings also emphasize in-office onboarding, mentorship, and learning the company's unique approach. This role elevates those values to a lead function-someone who is experienced in talent acquisition but is fully committed to a low-volume, high-authenticity, highly tailored recruitment model that differs from traditional KPI-driven environments. Responsibilities: Own and execute a bespoke recruiting approach that prioritizes authenticity, tailored outreach, and deep candidate relationship-building-aligned with the organization's culture and talent acquisition philosophy. Deliver focused hiring outcomes for high-impact, sensitive, and cleared roles (e.g., GEOINT analysts, GIS developers, project managers, assessment/administrative roles) drawn from active contract portfolios. Develop hiring plans and sourcing strategies for low-volume, high-importance roles, recognizing that traditional high-throughput pipelines are not aligned with this approach. Collaborate onsite during the initial period, then transition to a partial hybrid schedule while maintaining high-touch engagement with hiring managers and candidates. Guide and mentor junior team members by demonstrating position breakdowns, leading talent outreach, and fostering development in a high-trust environment. Report talent metrics and collaborate with program managers on open positions. Scope of Work & Tasks A. High-Authenticity Sourcing & Engagement Conduct personalized, relationship-driven outreach across platforms such as LinkedIn and cleared communities-emphasizing an authentic, conversational approach. Apply Boolean research and sourcing techniques, but use them in service of tailored outreach rather than high-volume pipeline filling. Build and maintain micro pools of high-quality candidates for recurring roles (e.g., GEOINT Analyst Deployer, GIS Developers, Senior Imagery Analysts). B. Early Onsite Expectation & Hybrid Transition The first 90-120 days prioritize onsite mentorship and learning organizational processes, after which hybrid flexibility may be granted.

Job Description Renuity Talent Acquisition Senior Manager, Talent Acquisition (Field) Renuity is seeking a dynamic, people-focused Senior Manager of Field Recruiting to lead talent acquisition for our Home Organization Division-a rapidly expanding business specializing in custom closets and garage flooring solutions. This role serves as a dedicated recruiting leader embedded within the division, partnering directly with operations, sales, and installation leadership to build scalable hiring strategies that meet aggressive growth goals. While aligned closely with the business, this position reports into Renuity's Centralized Talent Acquisition organization to ensure consistency, data integrity, and shared best practices across the enterprise. Work Environment: Hybrid Office Environment: (Charlotte or Landover MD Office) Professional setting with standard office equipment such as computers, phones, and printers. Noise levels are typically low to moderate. Location: Ideal candidates are based in Landover MD or Charlotte NC or otherwise open to relocation Key Responsibilities Strategic & Operational Leadership Develop and execute a comprehensive recruiting strategy aligned with Home Organization's growth plans, labor forecasts, and seasonal demand. Partner with divisional and regional business leaders to forecast headcount needs and build proactive workforce plans that support install capacity and sales growth. Serve as the primary TA point of contact for Home Organization, balancing business partnership with alignment to central TA standards and processes. Collaborate with HRBPs and field leadership to ensure recruiting priorities align with retention, training, and performance outcomes. Lead, coach, and develop a team of recruiter(s), driving accountability to hiring metrics, quality, and candidate experience. Sourcing & Employer Brand Execution Build and maintain pipelines for high-volume field roles, including design consultants, call center, installers, and production team members. Design market-specific sourcing strategies leveraging job boards, grassroots outreach, referrals, trade schools, and local partnerships. Partner with TA Operations and Marketing to activate sourcing campaigns, optimize outreach content, and measure channel ROI. Enhance employer brand visibility and candidate engagement across key Home Organization markets. Performance Management & Insights Monitor and manage recruiting KPIs (time-to-fill, quality of hire, source performance, and candidate satisfaction). Leverage Ashby and other TA systems to maintain transparency, data accuracy, and reporting rigor. Analyze funnel and turnover data to identify bottlenecks, market trends, and process improvement opportunities. Present recruiting performance and insights to TA leadership, HRBPs, and Home Organization executives. Team Development & Process Consistency Coach recruiters through regular 1:1s, performance feedback, and skill-development sessions. Implement scalable tools, templates, and processes that ensure consistency across regions and roles. Champion inclusive, efficient, and candidate-friendly recruiting practices that reflect Renuity's values and brand. Collaborate with the broader TA leadership team to share best practices and contribute to enterprise-wide TA initiatives. Qualifications & Experience Bachelor's degree in Business, HR, or related field preferred. 7+ years of recruiting experience, including at least 3 years leading high-volume or field recruiting teams. Proven success managing recruiters and delivering hiring results in a fast-paced, growth environment. Strong business partnership skills; experience supporting field or decentralized operations preferred. Data-driven mindset with experience using ATS and reporting tools (Ashby experience a plus). Excellent communication, influence, and collaboration skills across business functions. Willingness to travel up to 25% within assigned markets. Why Renuity At Renuity, we're transforming home improvement through craftsmanship, customer experience, and exceptional people. This role plays a key part in building the workforce behind that mission-ensuring our Home Organization division continues to grow with the right talent, culture, and momentum. Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact ******************************. If you have a question regarding your application, please contact ****************** To access Renuity's Privacy Policy, please click here: Privacy Policy

**Talent Acquisition Leader Sr - Medical Device - req1616** Manage requisition workload and meet specific recruiting performance goals. **RESPONSIBILITIES** This is a remote home office role, located in the USA. + Manage requisition workload, meeting specific recruiting performance goals, as assigned by Director, Talent Acquisition. + Build and maintain candidate pipelines and networks as needed to ensure a constant flow of qualified candidates are available to meet CMSU manpower needs. + Create candidate skill set pipeline folders in recruiting application allowing easy retrieval and review for Hiring Managers. Develop local notification process alerting Hiring Managers of new prospective candidates for their organizations. + In partnership with business unit leaders; Director, Talent Acquisition; and local Hiring Managers, identify, develop and maintain College Recruiting/Cadet/Intern Programs as needed to support assigned business unit(s). + Coordinate 3rd party search firm and Talent Acquisition agency recruiting utilization + Conduct telephone screening and/or in-person interviews ensuring only qualified candidates are submitted to Hiring Managers for consideration. + Ensure all candidate contacts (in-person, telephone and email), activities and tasks are thoroughly and correctly documented in CMSU recruiting application (ATS). + Ensure follow-up and detailed feedback are received and thoroughly documented in recruiting application (ATS) within 48-hours of candidate submittal and 24-hours of interview completion. + Manage applicant workflow, requisition and offer letter approval processes per CMSU recruiting service delivery process models and recruiting application. + Maintain contact with all Hiring Managers to ensure complete understanding of their present and future manpower needs, keeping them informed on the current status of their requirements and prospective candidates. + In coordination with business unit leaders and Hiring Managers, establish and maintain prioritization system for requisitions, putting forth maximum focus on filling high priority requirements timely. + Coordinate relocation, sign-on bonuses, compensation, and incentive plans between prospective new hires and CMSU management as required. + Review information on all assigned requisitions and associated candidate status by close of business Friday, or your last working day, of each week, ensuring correctness of all information, prior to creation and transmission of weekly requisition status and recruiting activity reports. + Participate in job fairs, trade shows and career fairs + Coach, guide, mentor and develop Sourcers and Recruiters as necessary + Prepare reports and compile information as necessary **QUALIFICATIONS** + Possess ability to train, coach, mentor and develop mentor Sourcers and Recruiters + Computer literate with strong Internet, Microsoft Word, Excel and PowerPoint abilities. + Possess ability to work extended hours and weekends as necessary to accomplish recruiting missions. + Available for frequent, often âlast minuteâ domestic travel, as necessary. + Possess and aggressively demonstrate a strong sense of urgency in completing missions timely. + Able to adapt and adjust to rapidly changing priorities. + Possess superior written and oral communications and presentation skills. + Possess superior multi-tasking abilities. + Possess strong customer service skills. + 4 Year Bachelor's Degree + 10 years Recruiting experience in a corporate recruiting capacity + Pay Information: Min $97,900 to Max $157,500 (DOE) **_About us!_** _Canon Medical Systems USA, Inc., a world leader in diagnostic imaging, is in search of qualified candidates to fill our open positions. Canon Medical Systems offers a competitive salary and benefits package, we support a diverse workplace and are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, sex, color, sexual orientation, gender identity, religion, national origin, protected veteran status, or on the basis of disability. We invite you to join and become part of our Canon family._

Stand Together is a philanthropic community that helps America's boldest changemakers tackle the root causes of our country's biggest problems, from education to the economy, broken communities, and toxic division, among dozens of other pressing issues. We provide our partners with access to resources including funding, thought leadership, a network of peers, and a playbook for applying proven principles to transform lives and society. As a Talent Acquisition Business Partner, you will own full-cycle recruitment for a portfolio of positions and work with hiring teams on their talent needs and growth plans. Every day, you will review applications and source candidates, schedule and conduct interviews, work closely with hiring teams on talent recommendations, and project manage the recruitment lifecycle from interview to offer acceptance. This position will partner with multiple teams across the Stand Together community, but will heavily focus on directly supporting technology recruitment for existing capabilities and growth areas within the organization. This is a chance to join a high-performing team of over 20 TA professionals and make a significant impact on a growing community of over 1,400 employees. How You Will Contribute Partner directly with hiring managers to understand job requirements and vision, write job descriptions, define recruitment strategies, and execute the full-cycle recruitment process Apply good judgment and effective prioritization to manage incoming applications and make timely decisions on feedback and next steps Conduct behavioral and skillset-based interviews by phone or video to assess knowledge, skills, and values based on alignment with our vision Use an array of tools (Lever, Dice, LinkedIn Recruiter) to source and screen talent Own an elevated candidate and hiring team experience through high-touch communication by call, email, or other means to set expectations and build meaningful relationships toward a successful placement Partner with hiring leaders to understand the talent needs of the organization so you can effectively represent the role to candidates and evaluate potential fit Leverage market knowledge and insights gained through interviews and application review to make recommendations informing possible pivots in recruiting strategy Maintain accurate and well-ordered documentation on all candidates, searches, and recruiting activities Proactively identify opportunities to improve TA strategies and processes and create long-term value through innovation and initiative Support TA team initiatives and actively contribute knowledge to searches led by other colleagues to contribute to the overall success of the TA team What You Will Bring 5+ years of recruitment experience with examples of leading full-cycle recruitment for in-demand technical talent such as software engineers and product managers Proficiency with ATS systems and sourcing tools; comfortable learning and adapting to new systems Experience working directly with hiring leaders to translate a job need to an effective search strategy Demonstrated judgment in driving talent, process, and compensation recommendations based on market data and insights Ability and enthusiasm to evaluate candidates on both role requirements and fit with Stand Together's culture and values Relentless commitment to cultivating a world-class candidate experience Demonstrated ability to be nimble, flexible, and entrepreneurial Demonstrated ability to creatively source and outreach to candidates - a love of the hunt Enthusiasm to contribute to Stand Together's vision and principled approach to solving problems, and a commitment to stewarding our culture, which champions values including transformation and innovation, entrepreneurialism, humility, and respect. What We Offer Competitive benefits: Enjoy a 6% 401(k) match with immediate vesting, flexible time off, comprehensive health and dental plans, plus wellness and mental health support through Peloton and Talkspace. A meaningful career: Join a passionate community of over 1,400 employees dedicated to improving lives and driving innovative solutions to complex social challenges. Commitment to growth: Thrive in a non-hierarchical environment that empowers employees to discover, develop and apply their unique talents. Competitive compensation: Our approach rewards the value you create through competitive salaries and bonus opportunities, allowing you to share in the success you help drive. Our Values: Working at Stand Together is different from many other organizations. Our culture is deeply rooted in Principle Based Management (PBM ), a framework guided by the principles that drive human progress, such as dignity, openness, and bottom-up empowerment. PBM empowers our employees to be entrepreneurial, to innovate, and to continually drive transformation. We believe diversity fuels creativity, broadens knowledge, and helps drive success, and that is why we're proud to be an Equal Opportunity Employer and strive to treat all employees and applicants with honesty, dignity, respect and sensitivity.

With a career at HMSHost, you really benefit! We Offer * Health, dental and vision insurance * Generous paid time off (vacation, flex or sick) * *401(k) retirement plan with company match * *Company paid life insurance * *Tuition reimbursement * Employee assistance program * Training and exciting career growth opportunities * Referral program - refer a friend and earn a bonus * Benefits may vary by position so ask your recruiter for details. Airport Location: Corporate Human Resources Advertised Compensation: $113,500.00 to $133,100.00 Purpose: The purpose of the Senior Talent Acquisition Manager is to lead the Talent Acquisition function in support of Avolta's strong employment brand and act as a key regional partner within the broader North America team. The role ensures alignment, collaboration, and consistency across tools, processes, and initiatives while serving as the subject matter expert for an assigned region and supporting Avolta's business lines as part of a global enterprise. Essential Functions: * Builds and cultivates strong relationships with field leadership, HR, and hiring managers; fosters a collaborative, transparent, and connected TA community that drives consistency, knowledge sharing, and collective problem-solving across regions and teams * Provides expertise and guidance to business unit leaders to develop TA and sourcing strategies and deploy programs; provides advice, coaching, and support on TA-related issues, hard-to-fill positions, and hourly mass hiring * Serves as a regional extension of global Talent Acquisition function, ensuring enterprise-wide TA tools, systems and initiatives are effectively deployed, adopted and maintained with Avolta's business lines; partners with peers and TA leadership to drive consistency, continuous improvement and operational excellence across all locations * Devises location-based TA strategies and supporting programs to improve high quality diverse applicant flow; supports, trains, and coaches users of the Applicant Tracking System (ATS), ensuring new ATS users are trained on system usage and optimizing the technology * Understands business objectives and applies deep TA functional knowledge to business and hiring problems * Differentiates Avolta's unique career possibilities, advantages, and rewards; leverages a consistent, compelling message that conveys the most significant motivators to prospective candidates * Manages and supports new and established location-based TA programs, policies, and processes; enhances existing programs and evaluates program effectiveness against desired goals and outcomes * Collaborates with Learning & Development team to create the necessary processes, training, tools, and resources to support and enhance field TA efforts; facilitates delivery of in-person and virtual training to large and small groups * Manages regional Recruitment Process Outsourcing (RPO) vendor resources; manages relationships with TA vendors, community-based organizations, and other candidate sourcing resources; helps manage all vendor relationships, contracts, budgets, and billing * Manages TA marketing and communications, communicates the employee value proposition through social media outreach, develops appropriate position-specific messaging to increase applicant flow, and partners with designated recruitment marketing firms when additional hiring solutions are needed * Manages partial and full-cycle recruitment of key regional positions as assigned (posting, screening, interviewing, selection, hiring, etc.) Reporting Relationship: The position reports to the Director of Talent Acquisition Minimum Qualifications, Knowledge, Skills, and Work Environment: * Education and Experience: The combination of education and professional experience must exceed 6 years: * In leadership role: Requires 3 years of experience executing talent acquisition, human resources, and management strategy * In technical role: Requires 6 years of Human Resources experience engaged in delivering talent acquisition programs * A bachelor's degree in a program related to the functional area can count for 2 of the six-year requirement * An MBA or a master's level degree in a program related to the functional area can count for an additional 2 years of the six-year requirement * In industry: 3-5 years of Hospitality, F&B and/or Retail experience * Demonstrated experience recruiting in large, multi-state, multi-unit hospitality/restaurant/retail environment with large non-exempt populations * Experience in a corporate/support office providing TA or HR support to large, broadly dispersed field operations * Specialized Training: * Training that leads to expertise with TA tools and technology, interview guides, job boards, database search techniques, LinkedIn recruiter, etc. * Training or experience that leads to in-depth knowledge of relevant state and federal employment & hiring regulations and statutes * Training or experience that leads to the ability to analyze staffing and retention barriers and to develop solutions for high-volume staffing challenges * Specialized Skillset/Competencies/Traits: * Ability to successfully manage 1-2 direct reports with a consultative approach and be able to influence and coach external recruiters, managers, and leaders * Demonstrated knowledge of best-in-class TA strategies, programs, processes, and standards * Ability to coach and influence others without a direct reporting relationship in a remote environment * Requires demonstrated business acumen and understands the implications of talent management decisions * Demonstrated history of balancing the needs of the business with the needs of the employee population and individual circumstances * Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals * Location/Travel: * This position must be located in the United States; strong preference for candidates in the West region (Mountain and Pacific time zones) with easy access to a major airport * Requires up to 25% travel Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics"). Nearest Major Market: Washington DC

Join the Knak Digital Talent Community! Are you passionate about technology, digital marketing, or creative and eager to contribute to a company that's pushing boundaries? Then join the Knak Digital Talent Community! We're always looking for talented individuals who share our vision and are excited by the potential of digital transformation. By joining our community, you'll: Stay informed: Be the first to know about upcoming job openings at Knak Digital. Get noticed: Showcase your skills and experience to our talent acquisition team. Connect with us: Learn more about our company culture and the innovative work we do. Ready to join? It's simple! Just click the link below and complete your profile

Range is creating AI-powered solutions to eliminate financial complexity for our members. We're transforming wealth management through the perfect blend of cutting-edge technology and human expertise. We're obsessed with member experience! We've built an integrated platform that tackles the full spectrum of financial needs-investments, taxes, retirement planning, and estate management-all unified in one intuitive system. Backed by Google's Gradient Ventures and Cathay Innovations, we're in hyper-growth mode and looking for exceptional talent to join our starting lineup. Every Ranger at this stage is shaping our culture and way of life-from former CEOs and startup founders to experts from leading hedge funds and tech companies. If you're ready to build something that truly matters in financial services, bring your talent to Range. Here, you'll make a genuine impact on how people manage their financial lives while working alongside a team that celebrates wins, makes big decisions, and blazes new trails together. About the role We're looking for a Head of Talent to lead and scale our recruiting function. In this role, you'll design and execute talent strategies that enable Range to attract, hire, and retain top-tier talent across engineering, product, design, and business functions. You'll lead a growing team of recruiters while also working closely with our founders and leadership to align talent acquisition with company objectives. This is a critical role in shaping our culture, building scalable processes, and ensuring Range is a destination for exceptional talent. This role is based at Range's Headquarters in McLean, VA. Employees hired for this position will work in office Monday-Friday. If you are not currently located in one of these areas, your willingness to relocate will be a contingency for employment. What you'll do with us Lead, mentor, and grow a high-performing talent team. Design and implement scalable talent acquisition strategies across technical (engineering, product, design) and business functions. Partner with founders and leadership to forecast hiring needs and ensure alignment between talent strategies and business goals. Establish recruiting processes and best practices that deliver consistency, efficiency, and an outstanding candidate experience. Build and maintain a strong employer brand that reflects Range's mission and culture. Use recruiting metrics and data to drive decision-making and continuously improve performance. Represent Range externally as a thought leader and ambassador to top talent. What will set you apart 12+ years of experience in talent acquisition, with at least 5+ years leading and developing recruiting teams. Proven success scaling recruiting functions in high-growth environments. Experience building and optimizing recruiting processes, tools, and systems. Strong strategic mindset paired with a willingness to roll up your sleeves when needed. Excellent leadership, communication, and relationship-building skills. Experience in a venture-backed startup environment strongly preferred. Benefits Comprehensive health coverage: Medical, dental and vision 401k plan Technology allowance PTO Top of Market Pay Paid parental leave In-person team & company events Range is proud to be an equal opportunity workplace. We are committed to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. As a company, we are committed to designing products, building a culture, and supporting a team that reflects the diverse population we serve.

Job Description Renuity Talent Acquisition Senior Manager, Talent Acquisition (Field) Renuity is seeking a dynamic, people-focused Senior Manager of Field Recruiting to lead talent acquisition for our Home Organization Division-a rapidly expanding business specializing in custom closets and garage flooring solutions. This role serves as a dedicated recruiting leader embedded within the division, partnering directly with operations, sales, and installation leadership to build scalable hiring strategies that meet aggressive growth goals. While aligned closely with the business, this position reports into Renuity's Centralized Talent Acquisition organization to ensure consistency, data integrity, and shared best practices across the enterprise. Work Environment: Hybrid Office Environment: (Charlotte or Landover MD Office) Professional setting with standard office equipment such as computers, phones, and printers. Noise levels are typically low to moderate. Location: Ideal candidates are based in Landover MD or Charlotte NC or otherwise open to relocation Key Responsibilities Strategic & Operational Leadership Develop and execute a comprehensive recruiting strategy aligned with Home Organization's growth plans, labor forecasts, and seasonal demand. Partner with divisional and regional business leaders to forecast headcount needs and build proactive workforce plans that support install capacity and sales growth. Serve as the primary TA point of contact for Home Organization, balancing business partnership with alignment to central TA standards and processes. Collaborate with HRBPs and field leadership to ensure recruiting priorities align with retention, training, and performance outcomes. Lead, coach, and develop a team of recruiter(s), driving accountability to hiring metrics, quality, and candidate experience. Sourcing & Employer Brand Execution Build and maintain pipelines for high-volume field roles, including design consultants, call center, installers, and production team members. Design market-specific sourcing strategies leveraging job boards, grassroots outreach, referrals, trade schools, and local partnerships. Partner with TA Operations and Marketing to activate sourcing campaigns, optimize outreach content, and measure channel ROI. Enhance employer brand visibility and candidate engagement across key Home Organization markets. Performance Management & Insights Monitor and manage recruiting KPIs (time-to-fill, quality of hire, source performance, and candidate satisfaction). Leverage Ashby and other TA systems to maintain transparency, data accuracy, and reporting rigor. Analyze funnel and turnover data to identify bottlenecks, market trends, and process improvement opportunities. Present recruiting performance and insights to TA leadership, HRBPs, and Home Organization executives. Team Development & Process Consistency Coach recruiters through regular 1:1s, performance feedback, and skill-development sessions. Implement scalable tools, templates, and processes that ensure consistency across regions and roles. Champion inclusive, efficient, and candidate-friendly recruiting practices that reflect Renuity's values and brand. Collaborate with the broader TA leadership team to share best practices and contribute to enterprise-wide TA initiatives. Qualifications & Experience Bachelor's degree in Business, HR, or related field preferred. 7+ years of recruiting experience, including at least 3 years leading high-volume or field recruiting teams. Proven success managing recruiters and delivering hiring results in a fast-paced, growth environment. Strong business partnership skills; experience supporting field or decentralized operations preferred. Data-driven mindset with experience using ATS and reporting tools (Ashby experience a plus). Excellent communication, influence, and collaboration skills across business functions. Willingness to travel up to 25% within assigned markets. Why Renuity At Renuity, we're transforming home improvement through craftsmanship, customer experience, and exceptional people. This role plays a key part in building the workforce behind that mission-ensuring our Home Organization division continues to grow with the right talent, culture, and momentum. Renuity and its affiliates are committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members. If you have a disability under the Americans with Disabilities Act or similar law, and you need an accommodation during the application process or to perform these job requirements, or if you need a religious accommodation, please contact ******************************. If you have a question regarding your application, please contact ****************** To access Renuity's Privacy Policy, please click here: Privacy Policy